Abstract:
The general objective of the study was to determine the effects of organization leadership on organizational agility at Safaricom (K) Limited. The study is guided by the following specific objectives; to establish the effect of transformational leadership on organization agility. To establish the effect of transactional leadership on organization agility. To determine the influence of leadership communication on organizational agility. To establish the effects of leadership involvement on organizational agility.
This study adopted a descriptive research design. The population for this study will be 125 employees at Safaricom Kenya limited where 95 respondents were selected and 85 gave their response. The study utilized stratified sampling technique based on the organization departments. The researcher used a descriptive statistic by use of mean, standard deviation and frequencies. For the inferential statistics the study applied correlation and regression analysis. The Statistical Package for Social Sciences was used in the study and the findings presented in tables and figures.
The research analyzed relationship between transformational leadership, transactional leadership, and leadership communication and organization agility. The results showed that the 41.9% of the variation in organization agility was explained by the variations in transformational leadership, transactional leadership, and leadership communication. The findings indicated that transformational leadership has a positive and significant effect on organization agility (β= 0.003, p<0.987), Transactional Leadership had a negative but insignificant influence on organization agility (β= -0.212, p<0.363) while leadership communication had a positive and significant influence on organization agility (β=0.579, p<0.000).
The first objective was to establish the effect of transformational leadership on organization agility. The study concluded that at the firm the leaders are revered, valued, and optimistic. Due to the nature and culture of the firm the leaders at Safaricom show high moral and ethical values as that is part of the company’s values. The study also made a conclusion that the leaders empower and encourage their followers to be creative and innovative. The second objective was to establish the effect of transactional leadership on organization agility. The study concluded that at Safaricom the leader rewards the employees’ performance and the rewards given are dependent on how well the employees perform their jobs. It was also established that leader points out what employees will receive if they do what is required and therefore able to manage the employee expectation. The third objective was to establish the influence of leadership communication on organization agility. The study concluded that the organization shares information on the company's overall operating results, the business unit's operating results, new technologies that may affect employees, business plans/goals, and competitors’ relative performance.
The study recommended that while leaders show high moral and ethical values, there is a need to encourage the followers to adopt and adhere to the same values. There is a need for leaders to continue empowering and encouraging followers to be creative and innovative. There is a need for the leaders to express confidence on the subordinates as this will ensure the firm achieves its goals. The company should also encourage the employees to look at problems from many different perspectives and this will help the firm get market solution to any matters arising. Secondly, the study recommended that leaders need to encourage employees by offering rewards when employees perform as required. The nature and extent of reward given should be uniform and employees need to be aware of the nature of reward so as to minimize anxiety and among the employees. The reward given should be same to all employees to minimize raising issues of favors within the organization. Lastly, there is a need to ensure that the organization undertakes frequent conversation with the employees so as to minimize any challenges that may be caused by a lack of communication on lessons learned from history. The study also recommended that the top management should repeatedly emphasize on the importance of knowledge sharing within the organization as this has a significant influence on organization agility.